Under de senaste tio åren har en förändringshysteri spridit sig i Sverige som en ny populär trend bland organisationer. Förändringsarbetet likställs ofta med något positivt som för organisationer framåt i modern anda. Samtidigt finns det många utmaningar och svårigheter med ett omfattande förändringsarbete. Arbetsförmedlingen är en myndighet som utför ett stort förändringsarbete i hopp om att utveckla, effektivisera och förändra till det bättre. Förändringsarbetet går under namnet "förnyelseresan" och startades av generaldirektör Mikael Sjöberg år 2016. “Förnyelseresan” planeras att slutföras år 2021. Huvudmålet med "förnyelseresan" kan kort beskrivas som att Arbetsförmedlingen ska utvecklas och bli en ledande matchningsspelare på arbetsmarknaden. Syftet med examensarbetet är att granska Arbetsförmedlingens sektionschefer och handläggares åsikter och erfarenheter av "förnyelseresans" effekter på ett lokalt kontor. Metoderna för datainsamling är av kvalitativ karaktär, i form av semistrukturerade intervjuer och en enkätundersökning. Den teoretiska utgångspunkten för arbetet är Nyinstitutionalism och Skandinavisk institutionalism. I analysen och slutsatsen visar tidigare forskning att förändringsarbeten i myndigheter ofta kopieras och influeras av andra lyckade förändringar. Examensarbetets informanter vittnar om att “förnyelseresan” skapat frihet, d.v.s frihet under ansvar. En del ser det som en positiv utveckling medan andra anser det vara en ansvarsförflyttning ner på handläggarnivå. Eftersom “förnyelseresan” är pågående och avslutas år 2021, kan inte ett slutresultat skildras. Det behövs mer tid och forskning om förändringsarbetet för att se hur det slutgiltiga resultatet kommer att bli. / Over the past ten years, a change hysteria has spread in Sweden as a new popular trend among organizations. Change work is often equated with something positive that should move the organization forward in a modern spirit. At the same time, there are many challenges and difficulties with extensive change work. Arbetsförmedlingen is an authority that carries out major change work in the hope of developing, streamlining and changing for the better. The change work is called "förnyelseresan" and was started by CEO Mikael Sjöberg in 2016 and is planned to be completed in year 2021. The main goal of  "förnyelseresan" can be briefly described as Arbetsförmedlingen being developed and becoming a leading matching player in the labor market. The purpose of the degree project is to examine Arbetsförmedlningens section managers and administrators' opinions and experiences of the effects of the "förnyelseresan" at a local office. The methods for data collection have been of a qualitative nature in the form of semi-structured interviews and a questionnaire survey. The theoretical starting point for the work is New Institutionalism and Scandinavian Institutionalism. In the analysis and conclusion, previous research shows that change work in authorities is often copied and influenced by other successful changes. The Dissertation's Informants testify that “förnyelseresan” has created freedom, i.e. freedom under responsibility. Some see it as a positive development while others consider it a shift of responsibility down to the administrator level. Since the "förnyelseresan" is ongoing and will end in year 2021, an end result cannot be described. More time and research is needed on the change work, to see how the final result will be.

Employment agencies and agency employment Abstract The topic of this thesis are employment agencies and agency employment. Employment agencies play an important role in the labor market. Their activities involve finding a job for individuals, finding employees for employers, providing advisory services and information services and, of course, the institute referred to as agency employment. Agency employment was incorporated into the Czech law in 2004. The text of this thesis is divided into five chapters. The first chapter is focused on the definition of basic terms related to agency employment and also on the definition of individual entities involved in the agency employment process. The second chapter is devoted to the topic of the development of legal regulation of agency employment. The attention is focused on the development of international law. The third chapter is focused on the employment agencies themselves. The penultimate chapter describes the mutual legal relations that arise between the various entities involved in the agency employment process. These entities are the user, the employment agency and the temporary agency worker. The final chapter deals with selected topics related to the agency employment - specifically the issue of comparable work and salary conditions between a temporary...

Temporary agency work Abstract The theme of this thesis is temporary agency work. Temporary agency work has been a part of the global conversation on flexible employment for most of the 20th century. Now, thanks to the labor market changes and the changes in the attitude toward "atypical work", it's becoming more relevant than ever. The main objective of the legislative efforts related to temporary agency work on global, European and national level is to find the right balance between the necessary flexibility and protection for temporary agency workers. Temporary agency work is a relatively new institute to the Czech legal system and as a result of that, the national legislation is still developing. This thesis is divided into four chapters that are, except for chapter two, focusing on the current legislation of temporary agency work in the Czech Republic. The first chapter provides a definition of temporary agency work and classifies it as "atypical work". It also points out its place in the Czech legal framework as a form of employment intermediation. The second chapter describes the evolution of the legislation on temporary agency work on an international and European level. Special attention is paid to conventions adopted by International Labour Organization and in particular to the Convention C181 -...

Temporary agency employment - legal theory and application practice The title of this diploma thesis is "Temporary agency employment - Legal theory and application practice ", where temporary agency employment being is characterized as flexible form or provision of labor force. The main aim of this work is to summarize the regulations of temporary agency employment and to point out problematic its most critical flaws. The thesis additionally highlights the most important differences compared to regulations in force in neighboring countries. The first chapter defines the central attributes of temporary agency employment, including flexibility and secondment. It further formalizes how temporary agency employment differs from similar concept of outsourcing. The main law text sources are subsequently presented and set to the historical law context of the Czech Republic. The third chapter defines the main players partaking in temporary agency employment, with focus on how permissions are obtained, the deposit obligation and the bankruptcy insurance. The fourth chapter deals with interplay of labor and commercial law, including the definition of individual terms of the contract. Next, the liabilities of all parties are explained, with particular focus on regulation of salary and employment terms,...

The Diploma thesis deals with discrimination of elder job applicants on the job market and focuses on employment agencies. As the population is getting older we need to deal with the necessity to keep workers on the job market longer. Elder people are facing the fact that employers prefer younger workers. Job centres fail in their role of arranging of a job for this group of people. The employment agencies serve as mediator between job applicants and employers and they are thus witnesses of this discrimination. The aim of this thesis is to explore the approach of the employment agencies towards elder job applicants by using the method of document search, semi-structured interviews and Focus Group. The thesis leads to a conclusion that employment agencies are participating on the discrimination as they mostly follow the age requirements stated by the employer. It is caused not only due to an ageistic attitude in a society. It is based on the situation in companies as the companies are not ready to include elder workers, especially manual workers. In case of higher positions the job applicants lack knowledge of foreign language skills. The thesis identifies tax concessions for employment of elder workers as the right instrument to motivate the employers to integrate them in the company.

Theoretical part of this thesis establishes a working definition of the term Personnel psychology, since the goal of this thesis is to identify the application of personnel psychology in the fields of employee selection and employment agency. It defines employee selection as a complex process and differentiates its various kinds, to examine the potential role of personnel psychology in it. At the same ti me, it defines the term employment agency, determines function, possibilities and limitation s of Labour Office of the Czech Republic and defines "Bilanční diagnostika" (comprehensive career guidance and counselling method ) as a complex advisory system used in th e Labour Office. It shares these findings to examine the potential role of personnel psychology in the process of an employment agency. Empirical part maintains the character of a descriptive research. Its goal is to describe the involvement of personnel psychology in current practices of personnel agencies and HR segments of companies. It also examines the operations of employment agents from the Labout Office and involvement of personnel psychology in these activities. Finally, it relates to the expectations and the performance of "Bilanční diagnostika" of the participant. The final part assimilates an overall comparison of the process...

Hartz-reformen inleddes 2003 och förändrade mycket i den aktiva arbetsmarknadspolitiken och systemet för den ekonomiska ersättningen vid arbetslöshet stramades till stor del åt. Många regleringar rörande låginkomsttagare skrevs om och hela arbetsmarknaden verkade vändas upp och ner. Innan den ekonomiska krisen slog till i Europa var Tyskland ett land med hög arbetslöshet och statistiken såg inte alls bra ut. Vid 2005 vände detta, och när många EU-länder såg en kraftig ökning av arbetslösheten fortsatte Tyskland att reducera sin arbetslöshet. I Sverige kan vi se många förändringar som liknar reformen eller syftar till att åtgärda samma problemområden. Exempel på detta är subventioner på vissa grupper av arbetstagare, motverkan av svart husarbete och liknande arbetsmarknadspolitiska program genom arbetsförmedlingsstjänster för att hjälpa arbetssökande in på marknaden. De mest betydande faktorerna som spelat in i Tysklands höga sysselsättning bland ungdomar, är till synes en välutvecklad övergång mellan skola och arbetsliv samt en kulturell inställning och sedvänja bland företagarna att stötta ungdomar och leda dem in på arbetsmarknaden. Vidare finns ett samband mellan den generellt höga sysselsättningen i Tyskland och utvecklingen för gruppen låginkomsttagare. Omregleringar och skattesubventioner har möjliggjort låginkomstarbeten i en betydligt högre grad och det nya systemet tenderar att forcera arbetslösa till dessa arbeten. Uppsatsen behandlar en jämförelse av arbetsmarknadspolitiken bakom Tyskland och Sveriges utveckling av sysselsättningsgraden främst under 2000-talet. Syftet är att redogöra vilka likheter och skillnader som kan ha bidragit till ländernas olika utveckling vad gäller sysselsättningsgraden.

<p>Organizational Loyalty is a concept which is becoming increasingly important to discuss in today‘s society; employment agencies and consulting companies are losing staff by the hour however if that is a consequence of not being loyal to the employer, implies that people know what the term Organizational Loyalty actually means. Or not. This thesis‘s purpose was to investigate what Organizational Loyalty is within the consulting trade, to sensitize for the consulting business‘s the different factors that seem to influence loyalty and to give recommendations as to what might be done in order to make employees who work as consultants within the consulting trade experience more loyal to the organization which they are employed at. The analyzed material managed to reveal that loyalty is more than just a word within the consulting trade; it is an important mean of delivering high quality services to a company‘s customers and the only way for employers to attempt making employees more loyal to the organization is by respecting different factors that seem to influence loyalty to the organization and reinforcing these when they are in contact with the employees. By and large, the results suggest that there is a significance of defining Organizational Loyalty as something more than just a term within the consulting business; it is the underlying dimensions that together create the actual meaning of what it is and by knowing what the significance of Organizational Loyalty is, employers might be able to work better for reinforcing loyalty among their employees.</p>

Organizational Loyalty is a concept which is becoming increasingly important to discuss in today‘s society; employment agencies and consulting companies are losing staff by the hour however if that is a consequence of not being loyal to the employer, implies that people know what the term Organizational Loyalty actually means. Or not. This thesis‘s purpose was to investigate what Organizational Loyalty is within the consulting trade, to sensitize for the consulting business‘s the different factors that seem to influence loyalty and to give recommendations as to what might be done in order to make employees who work as consultants within the consulting trade experience more loyal to the organization which they are employed at. The analyzed material managed to reveal that loyalty is more than just a word within the consulting trade; it is an important mean of delivering high quality services to a company‘s customers and the only way for employers to attempt making employees more loyal to the organization is by respecting different factors that seem to influence loyalty to the organization and reinforcing these when they are in contact with the employees. By and large, the results suggest that there is a significance of defining Organizational Loyalty as something more than just a term within the consulting business; it is the underlying dimensions that together create the actual meaning of what it is and by knowing what the significance of Organizational Loyalty is, employers might be able to work better for reinforcing loyalty among their employees.

Flyktingströmmen till Europa är en faktor som har påverkat inflödet av nyanlända i landet. Nyanländas etableringsprocess har därför blivit en betydelsefull aspekt för Sveriges folkhälsa. Väsentliga aspekter utifrån ett folkhälsoperspektiv kan vara individers sysselsättning och arbete, då det kan främja deras stimulans och delaktighet. Arbetsförmedlingen är en myndighet som arbetar med Sveriges arbetsmarknad. Myndigheten har som avsikt att etablera nyanlända på arbetsmarknaden, vilket benämns som etableringsuppdraget. Arbetsförmedlarna på Arbetsförmedlingen skulle kunna betraktas som en heterogen arbetsgrupp, då de har olika akademiska bakgrunder. Frågan är hur de professionella kan utveckla kompetens, eller har kompetens för att kunna bidra till en etableringsprocess där nyanlända upplever hanterbarhet och meningsfullhet i sin etablering. Studien har haft en kvalitativ ingång och inspirerats av en fenomenologisk ansats, där syftet har varit att genomföra sju semistrukturerade intervjuer. En kvalitativ innehållsanalys har därefter genomförts för att låta resultatet framhävas i sin annanhet. Resultatet lyfte fram betydelsen av tre teman, processer, lärande och utveckling, som kan tolkas som väsentliga för arbetsförmedlarnas lärande i arbetet. Därutöver lyfter resultatet stöd och förutsättningar som betydelsefulla aspekter för lärande. / The influx of refugees to Europe has influenced the quantity of newly arrived immigrants in Sweden. The process of establishment of newly arrived has therefore become an important aspect of the country's public health. Significant aspects from a public health perspective involve employment and work, as it promotes stimulation and participation. The Employment Agency, Arbetsförmedlingen, is an authority on the Swedish labor market. It has the intension to establish newly arrived on the labor market, which is the purpose of to the establishment programme. The professionals at the Employment Agency could be considered a heterogeneous working group, as they have different academic backgrounds. The question is whether the professionals have competence, or can develop competence, to contribute to an establishment process where newly arrived will experience manageability and meaningfulness in their establishment. The study has had a qualitative method inspired by a phenomenological approach, with the purpose of conducting seven semi-structured interviews. A qualitative content analysis has been conducted to let the result appear independently. The result highlighted the importance of three themes, processes, learning and development, that may be interpreted as essential to the professionals' learning at the Employment Agency. Furthermore, the results indicate that support and conditions are important aspects for learning.